The HR payroll issue of gender discrimination, in terms of pay packet differentials, continues to be a burgeoning one in light of governmental advice to businesses about getting more women into boardrooms. The target, suggested by the government, aims to see 25% of female board members in FTSE 100 companies by 2015, meaning that the top businesses residing in this category need to up the ante in order to meet the expected increase in female executives at the most senior levels from the current 15%.
However, the issue is broader reaching than simply getting female employees into senior positions, where proportionate representation is currently lacking. In early 2012, it was estimated that the average remuneration of female board members was ?93,434, whilst their male equivalents doing the same jobs, with the same titles, expected to bank ?103,230. Furthermore, it was suggested that the leaders of top businesses failed to achieve fair payroll solutions by continuing to penalise female staff for taking time off work to raise families.
It is a matter that requires serious HR payroll attention for the numerous businesses across the country that employ female staff. Some female employees might take statutory maternity leave, whilst others might extend their absences, or opt for part time employment whilst their children are very young. Whatever the personal circumstances and choices of female employees might be, 21st century businesses are wise to avert accusations of gender discrimination by ensuring that they offer a level playing field to male and female workers in terms of pay and promotions.
At Moorepay, we provide human resources and payroll solutions to small, medium and large sized businesses across an all encompassing spectrum of sectors. As experts in the provision of personnel and payroll services, we are well placed to offer sound advice and plan courses of action with businesses concerned about inadvertent gender discrimination.
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